Representation and inclusion in public organizations: Evidence from the U.K. Civil Service

Andrews, Rhys ORCID: https://orcid.org/0000-0003-1904-9819 and Ashworth, Rachel ORCID: https://orcid.org/0000-0002-7274-2164 2015. Representation and inclusion in public organizations: Evidence from the U.K. Civil Service. Public Administration Review 75 (2) , pp. 279-288. 10.1111/puar.12308

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Abstract

Theories of workforce diversity in the public sector assume that organizations that are more representative of the population they serve are more likely to foster an inclusive work climate in which individuals from different sections of society can thrive. The authors examine this assumption by studying whether gender and minority ethnic representativeness are related to perceptions of inclusiveness and the experience of discrimination and bullying within U.K. civil service organizations. Findings suggest that gender representativeness and minority ethnic representativeness are both associated with an inclusive work climate, with each aspect of representativeness positively related to higher perceptions of inclusion and lower levels of discrimination and bullying. The theoretical and practical implications of the findings are discussed .

Item Type:	Article
Date Type:	Publication
Status:	Published
Schools:	Business (Including Economics)
Publisher:	Wiley
ISSN:	0033-3352
Last Modified:	27 Oct 2022 09:57
URI:	https://orca.cardiff.ac.uk/id/eprint/68322

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